Skylab-EREP studies in computer mapping of terrain in the Cripple Creek-Canon City area of Colorado

Multispectral-scanner data from satellites are used as input to computers for automatically mapping terrain classes of ground cover. Some major problems faced in this remote-sensing task include: (1) the effect of mixtures of classes and, primarily because of mixtures, the problem of what constitutes accurate control data, and (2) effects of the atmosphere on spectral responses. The fundamental principles of these problems are presented along with results of studies of them for a test site of Colorado, using LANDSAT-1 data

Sex Segregation and Salary Structure in Academia

This article reports a study of aggregate unit salary levels, within a major research university. We analyze these salary levels, as they are influenced by unit sex composition, and modified by unit attainment levels—where unit refers to the departments, colleges and schools, and other academic divisions of the university. We investigate three central issues of sex and salary, previously overlooked in salary studies of academic employees: Do high proportions of women depress men's unit salary levels ("competition" hypothesis)? Are women's salary levels higher in male-dominated, and lower in female-dominated, units ("concentration" hypothesis)? Are men salary-compensated for working with women ("compensation" hypothesis)? The findings support none of these hypotheses. Rather, the relationship between unit sex composition and salary rests upon the connection between units' composition and attainment levels.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/69126/2/10.1177_073088848100800103.pd

Tuning Electron-Transfer Properties in 5,10,15,20-Tetra(1′- hexanoylferrocenyl)porphyrins as Prospective Systems for Quantum Cellular Automata and Platforms for Four-Bit Information Storage

Metal-free (1) and zinc (2) 5,10,15,20-tetra(1′-hexanoylferrocenyl)porphyrins were prepared using an acid-catalyzed tetramerization reaction between pyrrole and 1′-(1-hexanoyl)ferrocencarboxaldehyde. New organometallic compounds were characterized by combination of 1H, 13C, and variable-temperature NMR, UV–vis, magnetic circular dichroism, and high-resolution electrospray ionization mass spectrometry methods. The redox properties of 1 and 2 were probed by electrochemical (cyclic voltammetry and differential pulse voltammetry), spectroelectrochemical, and chemical oxidation approaches coupled with UV–vis–near-IR and Mössbauer spectroscopy. Electrochemical data recorded in the dichloromethane/TBA[B(C6F5)4] system (TBA[B(C6F5)4] is a weakly coordinating tetrabutylammonium tetrakis(pentafluorophenyl)borate electrolyte) are suggestive of “1e– + 1e– + 2e–” oxidation sequence for four ferrocene groups in 1 and 2, which followed by oxidation process centered at the porphyrin core. The separation between all ferrocene-centered oxidation electrochemical waves is very large (510–660 mV). The nature of mixed-valence [1]n+ and [2]n+ (n = 1 or 2) complexes was probed by the spectroelectrochemical and chemical oxidation methods. Analysis of the intervalence charge-transfer band in [1]+ and [2]+ is suggestive of the Class II (in Robin–Day classification) behavior of all mixed-valence species, which correlate well with Mössbauer data. Density functional theory–polarized continuum model (DFT-PCM) and time-dependent (TD) DFT-PCM methods were applied to correlate redox and optical properties of organometallic complexes 1 and 2 with their electronic structures

Why Do Companies Use Performance-Related Pay for Their Executive Directors?

This paper sets out the results of interview-based research to determine why companies use performance-related pay. The findings indicate that many companies adopt this structure despite a belief that the money does not motivate executives. Reasons related in part to best practice in human resource management: pay structures were designed to attract and retain executives with the potential of large earnings; to focus their efforts in the direction agreed by the board; and to demonstrate fairness. Importantly, the variable pay was seen as a symbol of the director's success, both internally and to his or her peers in other companies. Finally, and significantly, an institutional theory explanation was given: companies used performance-related pay because their peers did, and because that legitimised them in the eyes of the establishment